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AI in the Workplace: What Employers and Employees Should Know
Artificial Intelligence, or AI, has quickly become one of the biggest topics of conversation. Whether it is recommending a book or restaurant, scaling a recipe, planning a weekly menu, or creating an image, AI has moved from being a concept of futuristic sci-fi movies to an integral part of our everyday lives.
AI has also become increasingly common in the workplace. It is being used to screen job applicants, analyze data, and help employees work more efficiently. However, the most intriguing question is not simply what AI can do, but how it should be used. As the technology continues to evolve, so do the questions surrounding its use.
For employers, AI can be a powerful tool that boosts efficiency and productivity. In a matter of seconds, an AI tool can identify qualified candidates, summarize long documents, create job descriptions, and explain complex concepts—including some legal ones. However, employers should not forget that AI cannot replace their own judgment or the guidance of an attorney. For example, AI can make tasks like sorting through job applications more efficient, but it can also produce discriminatory results that a process reviewed by legal counsel might have caught. Saying “the computer made the decision” will not be an effective defense. AI should be used with caution and supervised by a responsible representative of the employer.
AI can also be a valuable tool for employees. It can help employees work more efficiently and productively, brainstorm ideas, and organize information. However, AI is not foolproof. Unquestioning reliance on AI can introduce errors in people’s work, particularly when complex or specialized information is involved. Without appropriate monitoring, misleading or false information can make its way into an employee’s work product. Employees should not assume that something is correct simply because AI said it is.
AI also creates privacy concerns. Both employers and employees need to be careful when entering confidential data or customer information into AI chatbots — and should avoid doing so with publicly available free AI tools that are not covered by a business agreement. It may not be clear where that information goes, who can access it, or whether it may be used to further train AI systems. Companies should have clear policies that address these concerns and advise employees on what they may or may not upload into AI tools.
The goal is not to avoid AI, but to use it responsibly. Whether your company needs help developing policies that provide clear guidance on the use of AI tools or identifying potential privacy concerns related to their use, our employment law team is here to help.
This information should not be construed as establishing an attorney-client relationship or as legal advice. For advice about your specific situation, please consult one of our attorneys. For more information, visit MortonGettys.com.
